COTTON GINNING &c. EMPLOYEES (STATE) AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.
(No. IRC 5810 of 2003)
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Before Commissioner
Cambridge
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13 April 2004
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REVIEWED AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Hours
2. Wages
3. Enterprise
Arrangements
4. Consultative
Mechanism
5. Casual
Employees
6. Overtime
7. Weekend
Work
8. Holiday
Rates
9. Holidays
10. Mixed
Functions
11. Annual
Leave
12. Annual
Holiday Loading
13. Sick Leave
14. Personal/Carer's
Leave
15. Long
Service Leave
16. Time and
Payment of Wages
17. Contract
of Employment
18. Corrective
Guidance and Disciplinary Procedure
19. Meal Hours
20. First-Aid
21. Bereavement
Leave
22. Anti-Discrimination
and Harassment
23. Redundancy
24. Jury
Service
25. Superannuation
26. Dispute
Procedure
27. Introduction
of New Technology
28. Training
29. Deduction
to Union Membership Fees
30. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Rates of
Pay
Table 2 - Other Rates
and Allowances
PART A
1. Hours
(1) Day Workers
(a) Subject to
paragraph (b) hereof, the ordinary hours of day work shall not exceed 38 per week
and such hours may be worked in five days in each week from Monday to Friday
inclusive, between the hours of 6.00 a.m. and 8.00 p.m.
(b) The ordinary
hours of day work shall be worked on either one of the following bases, the
choice of which shall be at the employer's discretion:
(i) not to exceed
7 hours, 36 minutes continuous per day;
(ii) not to exceed
8 hours continuous per day, provided 24 minutes thereof ("accrued
time") accrues toward a rostered day off within the meaning of paragraphs
(a), (b) and (c) of subclause (3) of this clause.
(c) All work done
in excess of ordinary hours of work as defined in subclause (b) hereof shall be
overtime and paid at overtime rates.
(d) Paragraph (c)
of subclause (2) shall not apply to day work.
(2) Night Work
(a) Subject to
paragraph (e) of this clause, the ordinary hours of night work shall not exceed
38 per week to be worked in five nights, Monday to Friday inclusive, such hours
to be worked between the hours of 6.00 p.m. and 8.00 a.m.
(b) Night workers
shall be allowed a meal break of at least 20 minutes, which shall be counted as
time worked.
(c) Night workers
shall be paid an allowance of 15 per cent of the appropriate weekly rate
prescribed in Table 1 - Rates of Pay, of Part B, Monetary Rates. This allowance shall not be cumulative or
taken into account in calculating rates payable for overtime, Saturday and
Sunday work or work on a public holiday.
(d) No night work
shall be worked on Saturday or a Sunday night except at overtime rates.
(e) The ordinary
hours of night work shall be worked on either of the following bases, the
choice of which shall be at the employer's discretion:
(i) 7 hours, 36
minutes continuous per night; or
(ii) 8 hours
continuous per night, provided 24 minutes thereof ("accrued time")
accrues toward a rostered day off within the meaning of paragraphs (a), (b) and
(c) of subclause (iii) hereof.
(f) All time
worked in excess of the ordinary hours of work as defined in paragraph (e)
hereof shall be overtime and paid at overtime rates.
(3) Rostered Days
Off
(a) A rostered day
off is a day off work paid at ordinary-time rates as if worked.
(b) Any employee
entitled to a rostered day off shall be paid the equivalent of 7 hours, 36
minutes at the ordinary-time rates applicable to that employee's
classification, or at the average of the ordinary-time rate paid to that
employee calculated for 7 hours, 36 minutes worked over the last five working
days worked by that employee before the rostered day off is in fact taken by
that employee, whichever is the greater.
(c) Subject to
paragraphs (d) and (e) hereof, where an employee accrues accrued time totalling
7 hours, 36 minutes that employee becomes entitled to a rostered day off.
(d) An employer
may require that -
(i) a rostered
day off shall be taken by an employee on any day, Monday to Friday inclusive,
within the week next following the accrual of that employee's entitlement to a
rostered day off; or
(ii) rostered days
off shall be accumulated so as to be taken off on consecutive days, Monday to
Friday inclusive, but not so as to exceed the accumulation of six consecutive
rostered days off.
(e) An employer
shall not require an employee to work on a rostered day off unless:
(i) the employer
gives the employee entitled to the rostered day off seven clear days' notice
and provides that employee with an alternative day within the next 20 working
days upon which that employee shall take the rostered day off or otherwise
entitles that employee to accumulate the said rostered day off within the
meaning of subparagraph (ii) of paragraph (d) hereof; and
(ii) in the event
that the employer neglects or is unable to give seven clear days' notice, then
the employer shall pay the employee at overtime rates for all time worked on
the rostered day off and further shall provide that employee with an
alternative day within the next 20 working days upon which that employee shall
take the rostered day off or otherwise entitle, at the option of the employee,
that employee to accumulate the said rostered day off within the meaning of
subparagraph (ii) of paragraph (d) hereof.
(f) An employer
shall not require an employee to take a rostered day off on a Saturday or a
Sunday or on a public holiday as prescribed by Clause 9 - Holidays.
(g) Each day of
paid leave taken (excepting annual leave and long service leave) and any public
holiday occurring during the currency of work performed pursuant to either of
subparagraph (ii) of paragraph (b) of subclause (1) or subparagraph (ii) of
paragraph (e) of subclause (2) shall be regarded as a day worked for accrual
purposes.
(h) Any employee
who, in the case of termination of employment, has accrued time which would
otherwise entitle that employee to a rostered day off or rostered days off (in
accordance with paragraph (c) hereof), shall be paid (in accordance with the
provisions of paragraph (b) hereof) for all rostered days off due to that
employee at the date of termination (but not taken by that employee) and, in
this regard, that employee shall, additionally, be entitled to payment for pro
rata accrued time, if any.
(4) Implementation
(a) The employer
shall implement the 38-hour week in accordance with subclause (5) of this
clause and, where the employer has implemented the 38-hour week in the case of
day work pursuant to the provisions of either subparagraph (i) of paragraph (b)
of subclause (1), or subparagraph (ii) of paragraph (b) of subclause (1) and,
in the case of night work, in accordance with the provisions of either
subparagraph (i) of paragraph (e) of subclause (2) or subparagraph (ii) of
paragraph (e) of subclause (2) the employer may, with not less than two weeks'
notice, direct that the alternative method of implementation available in the
case of day work and night work respectively be commenced.
(b) Provided that
there is agreement between the employer and the majority of employees directly
affected, the change referred to in subparagraph (i) of paragraph (e) of
subclause (2) may be effected in the case of day work or night work respectively
within not less than five days of the agreement being reached.
(c) All benefits
and entitlements accruing to an employee shall continue and be preserved and
shall not be lost by virtue of a change of implementation pursuant to
paragraphs (a) and (b) hereof.
This clause shall commence and have effect from not
later than the first pay period on or after 1 August 1989.
2. Wages
(1) For work done
during ordinary hours, an adult employee shall receive a base rate of pay
assigned to the particular classification as set out in Table 1 - Rates of Pay,
of Part B, Monetary Rates. An
employee's total rate of pay is inclusive of the base rate of pay and
supplementary payment as set out in the said Table 1. The base rate and supplementary payment set out in Table 1 shall
be on the basis of the following relativity:
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Percentage of
Tradesperson
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Base Rate
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Ginner
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100%
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Gin Machinery Operator Category 1
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94%
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Gin Machinery Operator Category 2
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88.7%
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General Hand
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82%
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(2) Where the
employee has completed 15 months in the industry, at the election of the
employee and with the agreement of the employer, the following calculation of
the average weekly wage shall apply in lieu of subclause (1) above:
(a) An amount
equal to the weekly wage plus anticipated overtime to be worked by the employee
during a fixed employment period shall be paid.
The amount to be paid as an estimated weekly wage
shall, in the event that it is less than 96 per cent of the wage that the
employee would have received had he/she been employed under the award provision
other than this subclause shall, on the written request of the employee, be
topped up so that the employer pays to the employee an amount equal to the
difference between 96 per cent of the amount the employee would have received
during the fixed employment period had the employee been employed under the
award provision other than this subclause and the amount actually paid to the
employee during the fixed employment period.
(b) Provided further
that all entitlements in relation to leave are paid at either the average
weekly wage rate or the award provisions other than this subclause, whichever
is the greater.
(3) The rates of
pay in this award include the adjustments payable under the State Wage Case
2003. These adjustments may be offset against:
(a) any equivalent
overaward payments, and/or
(b) award wage
increases since 29 May 1991 other than safety net, State Wage Case and minimum
rates adjustments.
3. Enterprise
Arrangements
An enterprise arrangement shall be processed in accordance
with the Enterprise Arrangement principle of the Industrial Relations Act
1996.
4. Consultative
Mechanisms
Enterprises covered by this award shall establish between
the employer and employee(s) and/or the union consultative mechanisms and
procedures appropriate to their size, structure and needs for consultation and
negotiation on matters affecting their efficiency and productivity.
5. Casual Employees
(1) A casual
employee is engaged on an hourly basis and paid as such.
(2) A casual
employee shall be paid for each ordinary hour worked at one thirty-eighth of
the weekly wage prescribed by Clause 2 - Wages, plus 15 per cent of that
amount.
(3) Casual work
may, by mutual agreement, be paid for on the employer's normal pay day or on
completion of each engagement and casual employees shall be paid during
ordinary working hours.
(4) The provisions
of the following clauses in this award shall not apply to casual employees:
subclause (2) of Clause 2 - Wages, Clauses 9 - Holidays; 13, Sick Leave; 16,
Time and Payment of Wages; 17, Contract of Employment; 20, Bereavement Leave,
and 23, Jury Service.
(5) A casual
employee shall not be employed as such for a period in excess of 16 weeks in any
one calendar year or for the duration of a seasonal activity for which that
employee is employed, whichever is the greater. Except as provided for in this subclause, no person shall be
employed in such a manner as to have the effect of such an employee being
engaged as a casual for a period of more than 16 weeks in a 52-week period,
such period being calculated from the first day of engagement of the employee
by the employer.
(6) A person hired
for the purpose of replacing a full-time employee who is absent on long service
leave may be engaged as a casual.
(7) For the
purpose of this clause, seasonal activity means for the duration of a seasonal
activity being ginning.
(8) In the case of
a penalty rate and loading applying, the casual employee shall only receive the
penalty rate and not the loading.
Further, in the case of more than one loading applying, a casual
employee shall receive only one loading and, where loadings are at a different
rate, casual employees shall receive the loading at the greater rate.
6. Overtime
(1) Subject to
Clauses 7 - Weekend Work, and 8, Holiday Rates, all time worked in excess of or
outside the ordinary hours and times prescribed by Clause 1 - Hours, for day
workers or night workers respectively, shall be deemed overtime and shall be
paid for at the rate of time and one-half for the first two hours and double
time thereafter.
(2) Each day's
work or night's work shall stand alone in computing overtime.
(3) Subject to
subclause (6) of this clause, when overtime work is necessary, it shall be
arranged so that employees have at least ten consecutive hours off duty between
work on successive days or nights. An
employee who works so much overtime between the termination of ordinary work on
one day and the commencement of his/her ordinary work on the next day and that
he/she has not had at least ten consecutive hours off duty between those times
shall, subject to this subclause, be released after completion of such overtime
until he/she has had ten consecutive hours off duty, without loss of pay, for
ordinary working time occurring during such absence. If, on the instructions of the employer, such an employee resumes
or continues working without having had such ten consecutive hours off duty,
he/she shall be paid at the rate of double time until he/she is released from
duty for such period and he/she then shall be entitled to be absent until
he/she has had ten consecutive hours off duty, without loss of pay, for
ordinary working time occurring during such absence.
(4) An employee
recalled to work after having left the premises of the employer shall be paid a
minimum of four hours at overtime rates, unless the employee lives within 16
kilometres of the workplace, in which case the minimum payment will be for two
hours at overtime rates.
(5) Despite Clause
1 - Hours, and subclauses (1) and (2) of this clause, no employee shall be
entitled to payment at overtime rates until he/she has performed 38 actual
hours of engagement in any one week and, for the purpose of this clause, an
employee shall not have been engaged in the event that an employee has not
worked due to illness, accident or inclement weather or other factors over
which the employer has no control.
However, the employee shall be deemed to be engaged while he/she is in
fact not engaged because of injuries arising out of or in the course of
employment within the meaning of the Workers Compensation Act 1987, and
the Workplace Injury Management and Workers Compensation Act 1998.
Further, no employee shall be required to work in excess of 12 hours in any one
engagement without being paid overtime at the rate of double time for those
hours worked in excess of 12 hours.
(6) At the
absolute election of the employee and with the agreement of the employer, time
off work may be substituted for the payment of time worked at overtime rates,
such that one hour's overtime worked shall entitle the employee to one hour of
time off work.
(7) Reasonable
Overtime
(i) Subject to
paragraph (ii) below an employer may require an employee to work reasonable
overtime at overtime rates or as otherwise provided for in this award.
(ii) An employee
may refuse to work overtime in circumstances where the working of such overtime
would result in the employee working hours which are unreasonable.
(iii) For the
purposes of paragraph (ii) above what is unreasonable or otherwise will be
determined having regard to:
(a) Any risk to
employee health and safety;
(b) The employee's personal
circumstances including any family and carer responsibilities;
(c) The needs of
the workplace or enterprise;
(d) The notice (if
any) given by the employer of the overtime and by the employee of his or her
intention to refuse it; and
(e) Any other
relevant matter.
7. Weekend Work
(1) All work
performed on Saturday shall be paid for at the rate of time and one-half for
the first two hours worked and at the rate of double time thereafter.
(2) All time
worked on Sunday shall be paid for at the rate of double time with a minimum
payment of four hours' pay at double time.
8. Holiday Rates
For all work performed on any of the holidays prescribed by
Clause 9 - Holidays, an employee shall be paid at the rate of double time and a
half, with a minimum payment of four hours' pay at double time and a half.
9. Holidays
(1) The following
days shall be holidays, namely: New Year's Day, Australia Day, Good Friday,
Easter Saturday, Easter Monday, Anzac Day, Queen's Birthday, Labour Day,
Christmas Day, Boxing Day, and any other days which may be proclaimed as public
holidays for the State and observed as such.
(2) No deduction
shall be made from the wages of employees for such holidays when not worked, in
which case they shall be paid for eight hours at ordinary rates.
10. Mixed Functions
An employee who is required to perform work for four hours
or more in any one day for which a higher classification rate is paid, shall
receive the higher rate for the whole day.
If required to work for less than four hours, he or she shall be paid
the higher rate for the actual time worked.
An employee who is required to perform work for which a lower rate is
paid shall not have his or her own rate of pay reduced.
11. Annual Leave
See Annual Holidays Act 1944.
12. Annual Holiday
Loading
(1) In this
clause, the Annual Holidays Act 1944 is referred to as "the
Act".
(2) Before an
employee is given and takes an annual holiday or where, by agreement between
the employer and employee, the annual holiday is given and taken in more than
one separate period, then before each of such separate periods the employer
shall pay his/her employee a loading determined in accordance with this clause.
NOTE: The
obligation to pay in advance does not apply where an employee takes an
annual holiday wholly or partly in
advance - see subclause (6) of this clause.)
(3) The loading is
payable in addition to the pay for the period of holiday given and taken and
due to the employee under the Act and this award.
(4) The loading is
to be calculated in relation to any period of annual holiday to which the
employee becomes or has become entitled under the Act and this award (but
excluding days added to compensate for public or special holidays worked or public
or special holidays falling on an employee's rostered day off not worked) or,
where a holiday is given and taken in separate periods, then in relation to
each such separate period.
NOTE: See
subclause (6) of this clause as to holidays taken wholly or partly in advance)
(5) The loading is
the amount payable for the period or the separate period, as the case may be,
stated in subclause (5) of this clause, at the rate per week of 17.5 per cent
of the appropriate ordinary weekly time rate of pay prescribed by this award
for the classification in which the employee was employed immediately before
commencing his/her annual holidays, together with leading hand allowance where
applicable.
(6) No loading is
payable to an employee who takes an annual holiday wholly or partly in advance;
provided that, if the employment of such an employee continues until the day
when he/she would have become entitled under the Act to an annual holiday, the
loading then becomes payable in respect of the period of such holiday and is to
be calculated in accordance with subclause (5) of this clause, applying the
award rates of wages payable on that day.
(7) Where, in
accordance with the Act, the employer's establishment or part of it is
temporarily closed down for the purpose of giving an annual holiday or leave
without pay to the employees concerned:
(a) An employee
who is entitled under the Act to an annual holiday and who is given and takes
such a holiday shall be paid the loading calculated in accordance with
subclause (5) of this clause.
(b) An employee
who is not entitled under the Act to an annual holiday and who is given and
takes leave without pay shall be paid, in addition to the amount payable to
him/her under the Act, such proportion of the loading that would have been
payable to him/her under this clause if he/she had become entitled to an annual
holiday prior to the closedown as his/her qualifying period of employment in
completed weeks bears to 52.
(8)
(a) When the
employment of an employee is terminated by the employer for a cause other than
misconduct and at the time of the termination the employee has not been given
and has not taken the whole of the annual holiday to which he/she became
entitled , he/she shall be paid a loading calculated in accordance with
subclause (5) of this clause for the period not taken.
(b) Except as
provided by paragraph (a) of this subclause, no loading is payable on the
termination of an employee's employment.
(9) This clause
extends to an employee who is given and takes an annual holiday and who would
have worked as a shift worker if he/she had not been on holidays; provided
that, if the amount to which the employee would have been entitled by way of
shift work allowances and weekend penalty rates for the ordinary time (not including
time on a public or special holiday) when the employee would have worked during
the period of the holiday exceeds the loading calculated in accordance with
this clause, then that amount shall be paid to the employee in lieu of the
loading.
13. Sick Leave
An employee, after three months' continuous service, who is
or was during such first three months of continuous service unable to attend
for duty during his/her ordinary working hours by reason of personal illness or
personal incapacity, not due to his/her
own serious and wilful misconduct, shall be entitled to be paid on a pro rata
basis at the ordinary-time rate of pay for the time of such non-attendance,
subject to the following:
(a) The employee
shall, within 24 hours of the commencement of such absence, inform the employer
of his/her inability to attend for duty and, as far as practicable, state the
nature of the injury or illness and the estimated duration of the absence.
(b) The employee
shall prove to the satisfaction of the employer by the production of a medical
certificate or other satisfactory evidence that he/she was unable, on account
of such illness or injury, to attend for duty on the day or days for which
leave is claimed.
(c) An employee
shall not be entitled in the first year of employment to leave in excess of 38
hours working time and in the second and subsequent years of employment to
leave in excess of 60.8 hours working time.
(d) The rights
under this clause shall accumulate from year to year so long as the employment
continues with the employer under this award so that any part of the
entitlement which has not been allowed in any year may be claimed by the
employee and shall be allowed by the employer, subject to the conditions
prescribed by this clause, in a subsequent year of continued employment.
(e) Service before
the coming into force of this award shall be counted as service for the purpose
of qualifying thereunder.
14. Personal Carer’s
Leave
(1) Use of Sick
Leave
(a) An employee, other
than a casual employee, with responsibilities in relation to a class of person
set out in subparagraph (ii) of paragraph (c), who needs the employee's care
and support, shall be entitled to use, in accordance with this subclause, any
current or accrued sick leave entitlement, provided for in Clause 13 - Sick
Leave, for absences to provide care and support for such persons when they are
ill. Such leave may be taken for part of a single day.
(b) The employee
shall, if required, establish either by production of a medical certificate or
statutory declaration, the illness of the person concerned and that the illness
is such as to require care by another person.
In normal circumstances, an employee must not take carer's leave under
this subclause where another person has taken leave to care for the same
person.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the employee
being responsible for the care of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee; or
(b) a de facto
spouse, who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally
married to that person; or
(c) a child or an
adult child (including an adopted child, a step child, a foster child or an ex
nuptial child), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(e) a relative of
the employee who is a member of the same household, where for the purposes of
this subparagraph:
1. "relative"
means a person related by blood, marriage or affinity;
2. "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
3. "household"
means a family group living in the same domestic dwelling.
(f) An employee
shall, wherever practicable, give the employer notice prior to the absence of
the intention to take leave, the name of the person requiring care and that person's
relationship to the employee, the reasons for taking such leave and the
estimated length of absence. If it is
not practicable for the employee to give prior notice of absence, the employee
shall notify the employer by telephone of such absence at the first opportunity
on the day of absence.
(2) Unpaid Leave
for Family Purpose
(a) An employee
may elect, with the consent of the employer, to take unpaid leave for the
purpose of providing care and support to a member of a class of person set out
in subparagraph (ii) of paragraph (c) of subclause (1) who is ill.
(3) Annual Leave
(a) An employee
may elect with the consent of the employer, subject to the Annual Holidays
Act 1944, to take annual leave not exceeding five days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, shall be
exclusive of any shutdown period provided for elsewhere under this award.
(c) An employee and
employer may agree to defer payment of the annual leave loading in respect of
single day absences, until at least five consecutive annual leave days are
taken.
(4) Time Off in
Lieu of Payment for Overtime
(a) For the
purpose only of providing care and support for a person in accordance with
subclause (1) of this clause, and despite the provisions of subclause (vi) of
Clause 7 - Overtime, the following provisions shall apply.
(b) An employee
may elect, with the consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer within 12
months of the said election.
(c) Overtime taken
as time off during ordinary time hours shall be taken at the ordinary time
rate, that is an hour for each hour worked.
(d) If, having
elected to take time as leave in accordance with paragraph (a) of this
subclause, the leave is not taken for whatever reason payment for time accrued
at overtime rates shall be made at the expiry of the 12 month period or on
termination.
(e) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the award.
(5) Make-Up Time
(a) An employee
may elect, with the consent of the employer, to work "make-up time", under
which the employee takes time off ordinary hours, and works those hours at a
later time, during the spread of ordinary hours provided in the award, at the
ordinary rate of pay.
(b) An employee on
shift work may elect, with the consent of the employer, to work "make-up
time" (under which the employee takes time off ordinary hours and works
those hours at a later time), at the shift work rate which would have been
applicable to the hours taken off.
(6) Rostered Days
Off
(a) An employee
may elect, with the consent of the employer, to take a rostered day off at any
time.
(b) An employee
may elect, with the consent of the employer, to take rostered days off in part
day amounts.
(c) An employee
may elect, with the consent of the employer, to accrue some or all rostered
days off for the purpose of creating a bank to be drawn upon at a time mutually
agreed between the employer and employee, or subject to reasonable notice by
the employee or the employer.
(d) This subclause
is subject to the employer informing each union which is both party to the
award and which has members employed at the particular enterprise of its
intention to introduce an enterprise system of RDO flexibility, and providing a
reasonable opportunity for the union(s) to participate in negotiations.
15. Long Service
Leave
See Long Service Leave Act 1955.
16. Time and Payment
of Wages
(1) Wages shall be
paid weekly in the employer's time.
(2) One day of
each pay period shall be recognised as pay day.
(3) Any employee
required to wait after his/her normal ceasing time to receive his/her wages
shall be paid at ordinary rates for all time he/she is kept waiting to be paid.
(4) At the option
of the employer, the method of payment shall be by cash, electronic funds
transfer or cheque drawn on an account with a local bank.
(5) Subject to
agreement between the majority of employees and the employer, fortnightly pay
periods may be introduced.
17. Contract of
Employment
After the first four weeks' service, employment ( for employees
other than casual employees) shall be full time and shall be terminated by one
week's notice on either side or by the payment or forfeiture of one week's
wages in lieu of notice; provided that this shall not affect the right of the
employer to dismiss, without notice, any employee for misconduct or for
refusing duty.
18. Corrective
Guidance and Disciplinary Procedure
(1) Preamble
(a) It is an
accepted part of any employer/employee relationship that prescribed standards
of behaviour should be observed. When
these standards are breached, it is necessary, at times, to undertake formal
corrective guidance and disciplinary action.
(b) This action is
not generally intended as a means of punishment but rather a positive attempt
by all parties to encourage and improve good work practices, performance and
individual conduct.
(c) Inherent in
any such procedure are several basic principles which cover the
responsibilities of the employer and employee, the role of the union delegate
and, most importantly, the responsibility of all concerned to ensure the
procedure is applied in a fair, consistent manner. In other words, to ensure
all employees are treated equally without exception.
(d) The procedure
which follows covers these responsibilities as well as describing the various
steps within the process.
(2) Responsibilities
and Rights of the Employee
All employees are expected to abide by the terms of
their contract of employment, particularly in regard to work performance and
individual conduct. However, when
employees are not working in a correct manner or fail to adhere to normal
standards of behaviour, remedial action needs to be taken to assist the
employee in rectifying any misunderstanding or apparent shortcomings. When this is necessary, an employee has
certain intrinsic rights which should be observed at all times. These can best
be summarised as:
being made aware of the full facts;
delegate representation (if required);
given the opportunity to offer an explanation;
not have any disciplinary action predetermined;
where necessary, to have mitigating circumstances and
employment record taken into account;
to have the matter documented;
representation of any grievance arising from a
disciplinary matter within the provisions of the grievance procedure;
statute of limitations on misconduct in accordance with
guidelines issued to supervisors on levels of misconduct.
(3) Rights and
Responsibilities of the Company
(a) The company,
through the supervisor and/or manager, has the responsibility of ensuring
employees observe the conditions of their employment contract.
(b) Whenever an
employee is in breach of these conditions, the supervisor and/or manager has a
responsibility to inform the employee of his/her shortcomings and to motivate
him/her to change his/her behaviour.
Where this does not have the desired effect, the processes of the
Corrective Guidance and Disciplinary Procedure should be applied.
(c) When this is
necessary, the employer is bound by certain responsibilities. These are:
to undertake all disciplinary action in a timely and
fair manner;
to ensure all employees' rights are observed in
accordance with subclause (2) of this clause;
to treat each case individually and on its merits;
to ensure all matters are properly documented.
19. Meal Hours
(1) No person
shall work for more than five hours without a suitable interval for a meal,
which shall be of at least 30 minutes duration, but such working hours may be extended
to six hours without a meal break with the consent of the employee.
(2) A morning and
afternoon tea paid rest break of ten minutes shall be allowed to each employee
but the majority of employees and the employer may agree that the morning and
afternoon tea breaks be consolidated with each other or, alternatively, each or
both of the morning and afternoon tea breaks can be consolidated with the meal
break referred to in subclause (1) of this clause.
(3) Where an
employee is required to work overtime for more than one hour after ordinary
ceasing time and where the employee is not notified the day before, he/she
shall be paid an amount as set out in Item 1 of Table 2 - Other Rates and
Allowances, of Part B, Monetary Rates, for the first meal and as set out in the
said Item 1 for any subsequent meal.
20. First-Aid
(1) Adequate
first-aid facilities shall be provided by the employer. (See Occupational
Health and Safety Regulation 2001.)
(2) Where an
employee is required by his/her employer to act as a first-aid attendant,
he/she shall be paid an amount as set out in Item 2 of Table 2 - Other Rates
and Allowances, of Part B, Monetary Rates, per day or shift, in addition to
ordinary rates.
21. Bereavement Leave
(1) An employee,
other than a casual employee, shall be entitled two days bereavement leave
without deduction of pay, on each occasion of the death of a person within
Australia as prescribed in subclause (3) of this clause.
(2) The employee
must notify the employer as soon as practicable of the intention to take
bereavement leave and will, if required by the employer provide, to the
satisfaction of the employer, proof of death.
(3) Bereavement
leave shall be available to the employee in respect to the death of a person
prescribed for the purposes of personal/carer’s leave as set out in
subparagraph (ii) of paragraph (c) of subclause (1) of Clause 14 -
Personal/Carer’s Leave, provided that, for the purpose of bereavement leave,
the employee need not have been responsible for the care of the person
concerned.
(4) An employee
shall not be entitled to bereavement leave under this clause during any period
in respect of which the employee has been granted other leave.
(5) Bereavement
leave may be taken in conjunction with other leave available under subclauses
(2), (3), (4), (5) and (6) of the said Clause 14. In determining such a request the employer will give
consideration to the circumstances of the employee and the reasonable
operational requirements of the business.
22.
Anti-Discrimination and Harassment
(1) It is the
intention of the parties bound by this award to seek to achieve the object in
section 3f of the Industrial Relations Act 1996 (NSW) to prevent and
eliminate discrimination in the workplace on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity, age and
responsibilities as a carer.
(2) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award, which, by its terms or operation, has a direct or indirect
discriminatory effect.
(3) Under the Anti-Discrimination
Act 1977 (NSW) it is unlawful to victimise an employee because the employee
has made or may make or has been involved in a complaint of unlawful
discrimination or harassment.
(4) Nothing in
this clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation.
(b) Offering or
providing junior rates of pay to persons under 21 years of age.
(c) Any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977 (NSW)
(d) A party to
this award from pursuing matters of unlawful discrimination in any state or
federal jurisdiction.
(5) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
NOTES
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects ... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
23. Redundancy
(1) Application
(a) This clause
shall apply in respect of full-time and part-time employees.
(b) This clause
shall only apply to employers who employ 15 or more employees immediately prior
to the termination of employment of employees.
(c) Notwithstanding
anything contained elsewhere in this clause, this clause shall not apply to
employees with less than one year s continuous service and the general
obligation on employers shall be no more than to give such employees an
indication of the impending redundancy at the first reasonable opportunity, and
to take such steps as may be reasonable to facilitate the obtaining by the
employees of suitable alternative employment.
(d) Notwithstanding
anything contained elsewhere in this clause, this clause shall not apply where
employment is terminated as a consequence of conduct that justifies instant
dismissal, including malingering, inefficiency or neglect of duty, or in the
case of casual employees, apprentices or employees engaged for a specific
period of time or for a specified task or tasks or where employment is
terminated due to the ordinary and customary turnover of labour.
(2) Introduction
of Change
(a) Employer s
duty to notify
(i) Where an
employer has made a definite decision to introduce major changes in production,
program, organisation, structure or technology that are likely to have
significant effects on employees, the employer shall notify the employees who
may be affected by the proposed changes and the union to which they belong.
(ii) "Significant
effects" include termination of employment, major changes in the
composition, operation or size of the employer s workforce or in the skills
required, the elimination or diminution of job opportunities, promotion
opportunities or job tenure, the alteration of hours of work, the need for
retraining or transfer of employees to other work or locations and the
restructuring of jobs. Provided that
where the award makes provision for alteration of any of the matters referred
to herein, an alteration shall be deemed not to have significant effect.
(b) Employer s
duty to discuss change
(i) The employer
shall discuss with the employees affected and the union to which they belong,
inter alia, the introduction of the changes referred to in paragraph (a) of
this subclause, the effects the changes are likely to have on employees and
measures to avert or mitigate the adverse effects of such changes on employees,
and shall give prompt consideration to matters raised by the employees and/or
the union in relation to the changes.
(ii) The
discussion shall commence as early as practicable after a definite decision has
been made by the employer to make the changes referred to in paragraph (a) of
this subclause.
(iii) For the
purpose of such discussion, the employer shall provide to the employees
concerned and the union to which they belong, all relevant information about
the changes including the nature of the changes proposed, the expected effects
of the changes on employees and any other matters likely to affect employees,
provided that any employer shall not be required to disclose confidential
information the disclosure of which would adversely affect the employer.
(3) Redundancy
(a) Discussions
before terminations
(i) Where an
employer has made a definite decision that the employer no longer wishes the
job the employee has been doing to be done by anyone pursuant to subparagraph
(2) (a) (i) of this clause, and that decision may lead to the termination of
employment, the employer shall hold discussions with the employees directly
affected and with the union to which they belong.
(ii) The discussions
shall take place as soon as is practicable after the employer has made a
definite decision which will invoke the provision of subparagraph (i) of this
paragraph and shall cover, inter alia, any reasons for the proposed
terminations, measures to avoid or minimise the terminations and measures to
mitigate any adverse effects of any termination on the employees concerned.
(iii) For the
purposes of the discussion the employer shall, as soon as practicable, provide
to the employees concerned and the union to which they belong, all relevant
information about the proposed terminations including the reasons for the
proposed terminations, the number and categories of employees likely to be
affected, and the number of workers normally employed and the period over which
the terminations are likely to be carried out. Provided that any employer shall
not be required to disclose confidential information the disclosure of which
would adversely affect the employer.
(4) Termination of
Employment
(a) Notice for changes
in production, program, organisation or structure
This subclause sets out the notice provisions to be
applied to terminations by the employer for reasons arising from
"production", "program", "organisation" or
"structure" in accordance with subparagraph (2) (a) (i) of this
clause.
(b) In order to
terminate the employment of an employee the employer shall give to the employee
the following notice:
|
Period of Continuous Service
|
Period of Notice
|
|
|
|
|
Less than 1 year
|
1 week
|
|
1 year and less than 3 years
|
2 weeks
|
|
3 years and less than 5 years
|
3 weeks
|
|
5 years and over
|
4 weeks
|
(c) In addition to
the notice above, employees over 45 years of age at the time of the giving of the
notice with not less than two years continuous service, shall be entitled to an
additional week s notice.
(d) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be terminated by part of the period of
notice specified and part payment in lieu thereof.
(e) Notice for
technological change
This subclause sets out the notice provisions to be
applied to terminations by the employer for reasons arising from
"technology" in accordance with subclause (2) (a) (i) above:
(i) In order to
terminate the employment of an employee the employer shall give to the employee
three months notice of termination.
(ii) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be terminated by part of the period of
notice specified and part payment in lieu thereof.
(iii) The period of
notice required by this subclause to be given shall be deemed to be service
with the employer for the purposes of the Long Service Leave Act 1955,
the Annual Holidays Act 1944, or any Act amending or replacing either of
these Acts.
(f) Time off
during the notice period
(i) During the period
of notice of termination given by the employer, an employee shall be allowed up
to one-day s time off without loss of pay during each week of notice, to a
maximum of five weeks, for the purposes of seeking other employment.
(ii) If the
employee has been allowed paid leave for more than one day during the notice
period for the purpose of seeking other employment, the employee shall, at the
request of the employer, be required to produce proof of attendance at an
interview or the employee shall not receive payment for the time absent.
(g) Employee
leaving during the notice period
If the employment of an employee is terminated (other
than for misconduct) before the notice period expires, the employee shall be
entitled to the same benefits and payments under this clause had the employee
remained with the employer until the expiry of such notice. Provided that in such circumstances the
employee shall not be entitled to payment in lieu of notice.
(h) Statement of
employment
The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee a
written statement specifying the period of the employees employment and the
classification of or the type of work performed by the employee.
(i) Notice to Centrelink
Where a decision has been made to terminate employees,
the employer shall notify the Centrelink thereof as soon as possible giving
relevant information including the number and categories of the employees
likely to be affected and the period over which the terminations are intended
to be carried out.
(j) Centrelink
Separation Certificate
The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee an
"Employment Separation Certificate" in the form required by
Centrelink.
(k) Transfer to
lower paid duties
Where an employee is transferred to lower paid duties
for reasons set out in paragraph (2) (a) above, the employee shall be entitled
to the same period of notice of transfer as the employee would have been
entitled to if the employees employment had been terminated, and the employer
may, at the employers option, make payment in lieu thereof of an amount equal
to the difference between the former ordinary time rate of pay and the new
ordinary time rate for the number of weeks of notice still owing.
(5) Severance Pay
(a) Where the
employment of an employee is to be terminated pursuant to subclause 4. above,
subject to further order of the Industrial Relations Commission, the employer
shall pay the following severance pay in respect of a continuous period of
service:
(i) If an
employee is under 45 years of age, the employer shall pay in accordance with
the following scale:
|
Years of Service
|
Under 45 Years of
Age Entitlement
|
|
|
|
|
Less than 1 year
|
Nil
|
|
1 year and less than 2 years
|
4 weeks
|
|
2 years and less than 3 years
|
7 weeks
|
|
3 years and less than 4 years
|
10 weeks
|
|
4 years and less than 5 years
|
12 weeks
|
|
5 years and less than 6 years
|
14 weeks
|
|
6 years and over
|
16 weeks
|
(ii) Where an
employee is 45 years of age or over, the entitlement shall be in accordance
with the following scale:
|
Years of Service
|
Under 45 Years of Age
over entitlement
|
|
|
|
|
Less than 1 year
|
Nil
|
|
1 year and less than 2 years
|
5 weeks
|
|
2 years and less than 3 years
|
8.75 weeks
|
|
3 years and less than 4 years
|
12.5 weeks
|
|
4 years and less than 5 years
|
15 weeks
|
|
5 years and less than 6 years
|
17.5 weeks
|
|
6 years and over
|
20 weeks
|
(iii) "Week's
pay" means the all-purpose rate of pay for the employee concerned at the
date of termination and shall include, in addition to the ordinary rate of pay,
overaward payments, shift penalties and allowances provided for in the relevant
award.
(b) Incapacity to
pay
Subject to an application by the employer and further
order of the Industrial Relations Commission, an employer may pay a lesser amount
(or no amount) of severance pay than that contained in paragraph (a)
above. The Industrial Relations
Commission shall have regard to such financial and other resources of the
employer concerned as the Commission thinks relevant, and the probable effect
paying the amount of severance pay in paragraph (a) above will have on the
employer.
(c) Alternative
employment
Subject to an application by the employer and further
order of the Industrial Relations Commission, an employer may pay a lesser
amount (or no amount) of severance pay than that contained in paragraph (a)
above if the employer obtains acceptable alternative employment for an
employee.
(6) Savings Clause
Nothing in this award shall be construed so as to
require the reduction or alteration of more advantageous benefits or conditions
which an employee may be entitled to under any existing redundancy arrangement,
taken as a whole, between the union and any employer bound by this award.
24. Jury Service
All full time employees required to attend for jury service
during ordinary working hours shall be reimbursed by the employer an amount
equal to the difference between the amount paid in respect of attendance for
such jury service and the amount of wages he/she would have received in respect
of the ordinary time he/she would have worked had he/she not been on jury
service.
An employee shall notify the employer as soon as practicable
of the duration of such attendance and the amount received in respect thereof
and, in any event, shall provide such information before the date upon which
he/she is required to attend for jury service and shall provide the employer
with proof of attendance.
25. Superannuation
(a) The subject of
superannuation contributions is dealt with extensively by legislation including
the Superannuation Guarantee (Administration) Act 1992, the Superannuation
Guarantee Charge Act 1992, the Superannuation Industry (Supervision) Act
1993 and the Superannuation (Resolution of Complaints) Act 1993.
The legislation, as varied from time to time, governs the superannuation rights
and obligations of the parties.
(b) The employer
shall be a participating employer in any of the following funds:
Australian Public Superannuation (APS)
Australian Superannuation Savings Employment Trust
(ASSET)
Australian Farm Superannuation Plan (AFSP)
An alternative superannuation scheme that conforms with
relevant legislation and shall participate in accordance with the Trust Deed of
that fund.
(c) The employer
shall contribute to the Fund in accordance with the legislation provided that
employer contributions do not fall below 3% of ordinary time earnings:
NOTATION:
Employer contributions under relevant legislation are set at 9% from 1st
July 2002
(d) The employer
shall provide each employee upon commencement of employment with membership
forms of the fund and shall forward the completed membership form to the fund
within 14 days.
(e) An employee
may make contributions to the fund in addition to those made by the employer.
(f) An employee
who wishes to make additional contributions must authorise the employer in
writing to pay into the fund from the employee’s wages a specified amount in
accordance with the Trust Deed and the rules of the fund.
(g) An employee
may vary his or her additional contributions by a written authorisation and the
employer must alter the additional contributions within 14 days of the receipt
of the authorisation.
(h) All
contributions shall be made at the completion of each calendar month.
(i) Ordinary time
earnings shall be defined as including:
(i) Award
classification rate
(ii) overaward
payment
(iii) Shift loading
- including weekend and public holiday penalty rates earned by shift employees
on normal rostered shifts forming the ordinary hours of duty not when worked as
overtime
(iv) Casual loading
in respect to casual employees including 1/12 Annual Holiday Loading.
(v) First-Aid
Allowance prescribed by Clause 20
Ordinary time earnings does not include bonuses,
commission, payment for overtime or other extraordinary payment, remuneration
or allowance
26. Dispute Procedure
In the case of a dispute, the following procedure shall
apply
(1) The delegate
and co-delegate shall confer with the most immediate line management
representative in an attempt to reach a settlement.
(2) In the event
of failure to resolve the dispute, the matter must be referred to senior
management. This action will take place
within one normal working day from the time that discussions are concluded, as
in subclause (1). The parties will then
attempt to reach a settlement.
(3) In the event
of the failure to resolve the dispute, the delegate and co-delegate, together
with their union organiser, shall confer with senior management as in subclause
(2) and attempt to reach a settlement.
(4) In the event
of failure to resolve the dispute, the dispute may be referred to the New South
Wales Industrial Relations Commission for resolution in accordance with the Industrial
Relations Act 1996.
(5) Provided that,
while the dispute procedure is being observed, no stoppage of work shall occur.
27. Introduction to
New Technology
The union agrees to co-operate with the employer in
minimising any problems related to the introduction of new technology and is
committed to the improvement in the efficiency of the industry by technological
changes.
28. Training
The union agrees to co-operate with the company in any
training necessary to utilise equipment systems or other technological changes which
will enhance the efficiency of the industry.
29. Deduction of
Union Membership Fees
(i) The employer
shall deduct Union membership fees (not including fines or levies) from the pay
of any employee, provided that:
(a) the employee
has authorised the employer to make such deductions in accordance with
subclause (ii) herein;
(b) The Union
shall advise the employer of the amount to be deducted for each pay period
applying at the employer’s workplace and any changes to that amount.
(c) deduction of union
membership fees shall only occur in each pay period in which payment has or is
to be made to an employee; and
(d) there shall be
no requirement to make deductions for casual employees with less than two
months’ service (continuous or otherwise).
(ii) The
employee’s authorisation shall be in writing and shall authorise the deduction
of an amount of Union fees (including any variation in that fee effected in
accordance with the Union’s rules) that the Union advises the employer to
deduct. Where the employee passes any
such written authorisation to the Union, the Union shall not pass the written
authorisation on to the employer without first obtaining the employee’s consent
to do so. Such consent may form part of
the written authorisation.
(iii) Monies so
deducted from employees’ pay shall be remitted to the Union on either a weekly,
fortnightly, monthly or quarterly basis at the employer’s election, together
with all necessary information to enable the reconciliation and crediting of
subscriptions to employees’ membership accounts, provided that:
(a) where the
employer has elected to remit on a weekly or fortnightly basis, the employer
shall be entitled to retain up to five per cent of the monies deducted; and
(b) where the
employer has elected to remit on a monthly or quarterly basis, the employer
shall be entitled to retain up to 2.5 per cent of the monies deducted.
(iv) Where an
employee has already authorised the deduction of Union membership fees in
writing from his or her pay prior to this clause taking effect, nothing in this
clause shall be read as requiring the employee to make a fresh authorisation in
order for such deductions to commence or continue.
(v) The Union
shall advise the employer of any change to the amount of membership fees made
under its rules, provided that this does not occur more than once in any
calendar year. Such advice shall be in
the form of a schedule of fees to be deducted specifying either weekly,
fortnightly, monthly, or quarterly as the case may be. The Union shall give the employer a minimum
of two months’ notice of any such change.
(vi) An employee
may at any time revoke in writing an authorisation to the employer to make
payroll deductions of Union membership fees.
(vii) Where an employee
who is a member of the Union and who has authorised the employer to make
payroll deductions of Union membership fees resigns his or her membership of
the Union in accordance with the rules of the Union, the Union shall inform the
employee in writing of the need to revoke the authorisation to the employer in
order for payroll deductions of union membership fees to cease.
(viii) This clause
shall take effect:
(i) In the case
of employers which currently deduct union membership fees, or whose payroll
facilities are carried out by way of an outsourcing arrangement, or whose
payroll calculations are made through the use of computerised means, from the
beginning of the first pay period to commence on or after 11 April 2003;
(ii) In the case
of employers who do not fall within sub-paragraph (i) above, but who currently
make deductions, other than union membership fee deductions or mandatory
deductions (such as for taxation instalments or superannuation contributions)
from employees’ pay, or have in place facilities to make such deductions, from
the beginning of the first pay period to commence on 11 July 2003.
(iii) For all other
employers, from the beginning of the first pay period to commence on or after
11 October 2003.
30. Area, Incidence
and Duration
This award is made pursuant to section 19 of the Industrial
Relations Act 1996. It rescinds and replaces the Cotton Ginning, &c.,
Employees (State) Award published 30 March 2001 (323 IG. 545) as varied, and
the Cotton Industry Superannuation (State) Award published 29 November 1991
(266 IG 309) as varied. It shall apply
to all employees specified herein engaged in the cotton growing industry within
the jurisdiction of the Cotton Ginning, &c. (State) Industrial Committee.
This award shall operate from 14th November 2000, and remain
in force for a period of 12 months.
The changes made to the award pursuant to the Award Review
under section 19(6) of the Industrial Relations Act 1996 and Principle
26 of the Principles for Review of Awards made by the Industrial Relations
Commission of New South Wales on 18 December 1998 (85 IR 38) take effect on and
from 13 April 2004.
This award remains in force until varied or rescinded, the
period for which it was made already having expired.
PART B
MONETARY RATES
Table 1 - Rates Of
Pay
|
Classification
|
SWC 2002
|
SWC 2003
|
SWC 2003
|
|
|
Amount
|
Adjustment
|
Amount
|
|
|
$
|
$
|
$
|
|
Ginner
|
525.20
|
17.00
|
542.20
|
|
Gin Machinery Operator Category 1 - who shall
|
|
|
|
|
include: Trainee
Ginner, Storeperson 1, Grader
|
498.20
|
17.00
|
515.20
|
|
Operator, Hyster Operator, Maintenance Person
|
|
|
|
|
Gin Machinery Operator Category 2 - who shall
|
|
|
|
|
include, but not be limited to:
|
|
|
|
|
Gin Assistant, Head Press, Pressperson, Bale Loader
|
476.10
|
17.00
|
493.10
|
|
Operator, Storeperson 2, Moon Buggy Operator,
|
|
|
|
|
Trash person, Roller Operator, Forklift Operator,
|
|
|
|
|
Container Loader Operator, Mote Press Operator
|
|
|
|
|
General Hand, who shall include but not be limited
|
|
|
|
|
to: Bag Person,
Press Hand, Cleaners/Sweepers,
|
448.10
|
17.00
|
465.10
|
|
Suction Operator, Yard Cleaners, Yard Crew,
|
|
|
|
|
General Labourer, Feeder Operator, Book Person
|
|
|
|
Table 2 - Other
Rates And Allowances
|
Item No.
|
Clause
|
Brief Description
|
SWC 2002
|
SWC 2003
|
|
|
No.
|
|
Amount
|
Amount
|
|
|
|
|
$
|
$
|
|
1
|
19(3)
|
Meal Allowance
|
5.75
|
5.90
|
|
2
|
20(2)
|
First-Aid Allowance
|
1.80 per day
|
1.85 per day
|
NOTE:
These allowances are contemporary for expense related
allowances as at 30 March 2003 and for work related allowances are inclusive of
adjustments in accordance with the May 2003 State Wage Case Decision of the Industrial
Relations Commission of New South Wales.
I. W. CAMBRIDGE,
Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.